Change Manager

Firstrand Corporate Centre; Johannesburg; On-site; ZAR 200 000 - 300 000; Full time

Job summary

A leading financial services provider in Johannesburg is seeking a Change Manager to provide support on strategic projects. The role involves managing change across the business, developing communications plans, and engaging stakeholders. Candidates should have proven experience in change management and strong interpersonal skills to facilitate smooth transitions. The position offers the opportunity to impact organizational transformation significantly.

Qualifications

• Proven experience in change management and organizational transformation.
• Ability to manage multiple change initiatives concurrently.
• Strong interpersonal skills to build and maintain relationships.

Responsibilities

• Provide change management support on strategic projects.
• Identify and manage risks associated with change initiatives.
• Develop change and communications plans for organizational change.

Skills

Change management

Stakeholder management

Risk identification

Communication

Training development

Job description

Job title: Change Manager

Job Location: Gauteng, Johannesburg

Deadline: November 02, 2025

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• The purpose of the role is to provide change management support on key strategic projects to promote buy-in and implementation by managing change across the business.
• Identify, control and elevate potential risks which may lead to increased costs
• Manage costs or expenses within approved budget to achieve cost efficiencies
• Deliver against operational and cost targets
• Prioritise resource allocation in order to minimise and reduce wastage
• Build and maintain relationships for the purposes of reciprocally managing expectations, sharing knowledge and diverse insights, and creating buy-in.
• Engage in cross-functional relationships in order to obtain and to provide work support
• Innovate by finding the best fit solution for the situation such as the flexibility of delivery and customized solutions which result in more efficient outcomes
• Design the necessary communication materials
• Create awareness of standards used by the Business Improvement team to comply with and Promote benefits of change in order to ensure the smooth transition of the change management process
• Win buy-in from stakeholders and impacted parties
• Develop detailed change and communications plans for large scale organisational change initiatives
• Assess the change required to meet new people practices
• Identify barriers to implementation of new standards
• Develop strategies and actions to address barriers and resistance to change
• Provide input into plans to align current processes in the business with the value creating opportunities (VCOs) for e.g. when business should continue with what they are doing, when they should stop and when flexibility can be allowed etc.
• Plan how transition and change will be managed within the business
• Embed understanding of the Value Creating Opportunities & identified projects
• Develop change processes to support line managers in implementing new standards
• Provide input into training of new standards and guidelines
• Create communication channels in various forms, e.g. workshops
• Provide feedback to the project team around FAQ's and areas requiring improvement as well as supporting materials / interventions required
• Understand the full scope of change planned for a business area and its impact
• Clarify how the business area change benefit integrates with the broader business change initiatives
• Evaluate how effectively change is embedded in the business
• Guide the Business to re-enforce the change, including leveraging off resources from other change initiatives
• Facilitate the continuous evaluation of benefits
• Update the change capacity planning model, including all sub-project area change initiatives
• Carry out the integration and capacity building of various change management projects
• Prepare and plan for change
• Develop a change support infrastructure across the business
• Understand change benefits and develop processes to track them
• Evaluate change culture and capability across the business and allocate resources to enhance these
• Build role succession plan for the role in own area and influence resource planning
• Ensure timeous, clear contracting and assessment of performance expectations in line with identified objectives and enable a learning and growth culture
• Implement talent management practices in line with HR policies and procedures
• Ensure that skills are transferred in specific function
• Implement employment equity plan Identify current and future human capital needs
• Ensure effective conflict resolution and respond to any complaints or concerns timeously
• Participate and contribute to a development culture where information regarding successes, issues, trends and ideas are actively shared
• Build and sustain collaborative working relationships with relevant peers and stakeholders in order to achieve productivity synergies
• Participate in specialist communities of practice and contribute positively to own and organizational knowledge improvement
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